Sexual harassment in the workplace is not a new problem, but in the wake of the #MeToo movement a wide range of employers found themselves scrambling to respond to allegations of sexual harassment in their organisations or sectors.

When managing sickness absences for a disabled employee it is important to remember that any action taken against the employee, whether that be a warning under a disciplinary or capability policy or dismissal, must be objectively justified.

On 20 March 2018, the Women and Equalities Committee published a report, fathers and the Workplace, which called on the government to make a number of improvements to fathers' rights at work. The Government has now responded to this report.

Performance appraisals have traditionally been considered the best way to evaluate an employee’s performance, but increasingly organisations are finding them of little value. Employees find them stressful, unhelpful, and they also take up a lot of time.

The Supreme Court has dismissed an appeal by plumbing company Pimlico Plumbers in a decision that, whilst having wide implications for workers’ rights, is in line with other recent cases focusing on employment status.

Acas has published guidance for employers on how to manage potentially difficult situations throughout the course of the World Cup, which takes place between 14 June -15 July 2018. While this advice is all common sense, it may be worth employers familiarising themselves with certain issues again.

The team behind the government-commissioned Hampton-Alexander Review, which called on all FTSE 350 companies to aim for a minimum of 33% women's representation on their boards by 2020, has revealed the most outrageous explanations companies have used for not appointing more women to their boards.

Cabinet ministers will be given six months to collect action plans from sectors in their remit on how those sectors intend to reduce their gender pay gaps. Following reports that the UK gender pay gap will not close for another 34 years, Penny Mordaunt MP said that ministers would be tasked with speaking to their relevant sectors on the actions they were taking to reduce their gender pay gap and would report back to the cabinet by November this year.

In the recent case of DHL Supply Chain v Fazackerley the EAT permitted a Claimant to submit a claim out of time on the basis that incorrect ACAS advice meant it was not "reasonably practicable" to do so within the statutory deadline. This upholds the findings of the ET.

The Government Equalities Offices has published new guidance on Dress Codes and Sex Discrimination. Dress policies for men and women do not have to be identical. However, the standards imposed should be equivalent for both male and female employees. Any less favourable treatment because of sex could be direct discrimination.

Acas has launched new Guidance on Religion and Belief to help employers reduce the chance of religion or belief discrimination happening in the workplace, understand how it might still occur and how it should be dealt with if it does happen.

The Gender Pay Gap results show that almost 80% of employers pay men more than women. What steps should we now all be taking to address this issue and proactively tackle gender pay gaps (and other inequality of opportunity) within the workplace?